• Korean Journal of Psychosomatic Medicine
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• v.15 no.1
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• pp.35-43
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• 2007

Objectives : Recently, many authors investigated the relation of temperament and character to seasonality and the genetic factors in seasonality and personality. In this study, we investigated the relation between personality structure obtained from the psychobiological Temperament and Character Inventory (TCI) and self-reported seasonal variations in mood and behavior measured by the Seasonal Pattern Assessment Questionnaire (SPAQ). Methods : 600 high-school students who live in Seoul of Korea, were participated in this study. Subjects were surveyed with the Korean translation of the SPAQ of Rosenthal, an instrument for investigating mood and behavioral changes with respect to the seasons of the you. Korean version of the TCI of Cloninger was also used for assessment of personality. Results : Female students were significantly higher scores on harm avoidance, reward dependence, and cooperativeness than male students who had significant higher scores on persistence and self·transcendence than the formers. GSS were showed positive correlation with harm avoidance and self-transcendence, and negative correlation with cooperativeness and self-directedness. By employing logistic regressions, the regression coefficients of SAD were significantly negative in SD, and positive in ST. Also, the regression coefficients of S-SAD were significantly negative in CO, and positive in ST. Those with GSS at least 11 were significantly higher mean ST values compared to the remaining individuals, and those with worst in winter were significantly lower mean CO values compared to the remaining individuals. Those who considered the seasonality as a problem at least to a moderate degree were associated with high HA and ST. Conclusion : We add the evidence that the seasonality is related to the temperament and character. Although there have been many reports about the seasonality in relation to the temperament and character in foreign countries, there has been very limited report from Korea before. We hope that this result would be a helpful in the clinical field in Korea.

• Journal of Intelligence and Information Systems
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• v.21 no.2
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• pp.191-204
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• 2015

According to the '2013 Performance Assessment Report on the Financial Program' from the National Assembly Budget Office, the unfilled recruitment ratio of Software(SW) Developers in South Korea was 25% in the 2012 fiscal year. Moreover, the unfilled recruitment ratio of highly-qualified SW developers reaches almost 80%. This phenomenon is intensified in small and medium enterprises consisting of less than 300 employees. Young job-seekers in South Korea are increasingly avoiding becoming a SW developer and even the current SW developers want to change careers, which hinders the national development of IT industries. The Korean government has recently realized the problem and implemented policies to foster young SW developers. Due to this effort, it has become easier to find young SW developers at the beginning-level. However, it is still hard to recruit highly-qualified SW developers for many IT companies. This is because in order to become a SW developing expert, having a long term experiences are important. Thus, improving job continuity intentions of current SW developers is more important than fostering new SW developers. Therefore, this study surveyed the job continuity intentions of SW developers and analyzed the factors associated with them. As a method, we carried out a survey from September 2014 to October 2014, which was targeted on 130 SW developers who were working in IT industries in South Korea. We gathered the demographic information and characteristics of the respondents, work environments of a SW industry, and social positions for SW developers. Afterward, a regression analysis and a decision tree method were performed to analyze the data. These two methods are widely used data mining techniques, which have explanation ability and are mutually complementary. We first performed a linear regression method to find the important factors assaociated with a job continuity intension of SW developers. The result showed that an 'expected age' to work as a SW developer were the most significant factor associated with the job continuity intention. We supposed that the major cause of this phenomenon is the structural problem of IT industries in South Korea, which requires SW developers to change the work field from developing area to management as they are promoted. Also, a 'motivation' to become a SW developer and a 'personality (introverted tendency)' of a SW developer are highly importantly factors associated with the job continuity intention. Next, the decision tree method was performed to extract the characteristics of highly motivated developers and the low motivated ones. We used well-known C4.5 algorithm for decision tree analysis. The results showed that 'motivation', 'personality', and 'expected age' were also important factors influencing the job continuity intentions, which was similar to the results of the regression analysis. In addition to that, the 'ability to learn' new technology was a crucial factor for the decision rules of job continuity. In other words, a person with high ability to learn new technology tends to work as a SW developer for a longer period of time. The decision rule also showed that a 'social position' of SW developers and a 'prospect' of SW industry were minor factors influencing job continuity intensions. On the other hand, 'type of an employment (regular position/ non-regular position)' and 'type of company (ordering company/ service providing company)' did not affect the job continuity intension in both methods. In this research, we demonstrated the job continuity intentions of SW developers, who were actually working at IT companies in South Korea, and we analyzed the factors associated with them. These results can be used for human resource management in many IT companies when recruiting or fostering highly-qualified SW experts. It can also help to build SW developer fostering policy and to solve the problem of unfilled recruitment of SW Developers in South Korea.